Maternity leave in the Gulf Cooperation Council (GCC) countries ranges from 45 days in Qatar to 98 days in the UAE, with pay rates from 50% to 100% of salary depending on the jurisdiction. The six GCC states — the UAE, Saudi Arabia, Qatar, Kuwait, Oman, and Bahrain — each have their own labour law governing maternity leave, with significant variation in duration, pay, and employer obligations. For employers operating across the Gulf, understanding these differences is essential for compliance.
This guide compares maternity leave across all six GCC countries, highlighting the duration, pay rate, funding model, and compliance points that differ most between jurisdictions.
Key takeaways
- The UAE provides the longest maternity leave at 60 working days (approximately 98 calendar days) at full pay under the UAE Labour Law.
- Saudi Arabia provides 10 weeks (70 days) of maternity leave at full pay under the Saudi Labour Law.
- Qatar provides the shortest entitlement at 45 days at full pay under the Qatar Labour Law.
- All GCC countries fund maternity leave through the employer — there is no government social insurance fund for maternity in most GCC states.
- The UAE and Saudi Arabia have recently reformed their maternity leave provisions, extending duration and expanding eligibility.
GCC maternity leave comparison
The following table compares maternity leave across all six GCC states:
| Country | Duration (Working Days) | Duration (Approx. Calendar Days) | Pay Rate | Funding | Key Details |
|---|---|---|---|---|---|
| UAE | 60 working days | ~98 calendar days | 100% | Employer | Extended from 45 days in 2022 |
| Saudi Arabia | 10 weeks (70 days) | 70 calendar days | 100% | Employer | Extended from 10 weeks in 2021 |
| Kuwait | 70 days | 70 calendar days | 100% | Employer | Plus 2-hour nursing break |
| Oman | 50 days | 50 calendar days | 100% (first 45 days) + unpaid | Employer | 5 days paid at 100%, 45 days unpaid |
| Bahrain | 60 working days | ~98 calendar days | 100% | Employer | Plus 1-hour nursing break |
| Qatar | 45 days | 45 calendar days | 50% (first 45 days) | Employer | Lowest duration and pay rate in the GCC |
Country-by-country breakdown
United Arab Emirates
The UAE Labour Law (Federal Decree-Law No. 33 of 2021) provides:
- Duration: 60 working days of maternity leave.
- Pay: Full salary for the entire 60-day period.
- Start date: The leave can begin up to 30 days before the expected date of confinement.
- Post-birth: The employee is entitled to 45 days of fully paid leave after the birth (60 days total includes pre- and post-birth).
- Adoption: Adoptive mothers are entitled to 60 days of leave from the date of adoption.
- Early return: The employee may return to work before the leave ends, with medical certification, and receive full salary for the days worked.
The UAE extended maternity leave from 45 to 60 working days in February 2022 as part of the labour law reform. The reform also added paternity leave of 5 working days.
Saudi Arabia
The Saudi Labour Law (Royal Decree No. M/51) provides:
- Duration: 10 weeks (70 days) of maternity leave.
- Pay: Full salary for the entire 10-week period.
- Start date: The leave can begin up to 30 days before the expected date of confinement.
- Post-birth: The employee is entitled to full salary for the full 70-day period.
- Adoption: Adoptive mothers are entitled to 10 weeks of leave.
- Nursing: The employee is entitled to 1 hour per day for nursing, paid, for 12 months after the birth.
Saudi Arabia extended maternity leave from 10 weeks to 10 weeks (maintaining the same duration but clarifying full pay) under the 2021 labour law reform. The reform also introduced 3 days of paid paternity leave.
Kuwait
The Kuwait Labour Law (Law No. 6 of 2010) provides:
- Duration: 70 calendar days of maternity leave.
- Pay: Full salary for the entire 70-day period.
- Start date: The leave can begin up to 30 days before the expected date of confinement.
- Nursing: The employee is entitled to 2 hours per day for nursing, paid, for 12 months after the birth.
- Adoption: Adoptive mothers are entitled to 70 days of leave.
Kuwait’s nursing break of 2 hours per day is one of the most generous in the GCC. The break can be taken in two separate periods of 1 hour each.
Oman
The Oman Labour Law (Royal Decree No. 35 of 2003) provides:
- Duration: 50 days of maternity leave.
- Pay: The first 45 days are fully paid; the remaining 5 days are unpaid.
- Start date: The leave can begin up to 30 days before the expected date of confinement.
- Nursing: The employee is entitled to 1 hour per day for nursing, paid.
- Adoption: Adoptive mothers are entitled to 50 days of leave.
Oman’s 5-day unpaid period is unique in the GCC. The employer is not required to pay salary for those 5 days, which reduces the effective cost.
Bahrain
The Bahrain Labour Law (Law No. 36 of 2012) provides:
- Duration: 60 working days of maternity leave (approximately 98 calendar days).
- Pay: Full salary for the entire 60-day period.
- Start date: The leave can begin up to 30 days before the expected date of confinement.
- Nursing: The employee is entitled to 1 hour per day for nursing, paid, for 12 months after the birth.
- Adoption: Adoptive mothers are entitled to 60 days of leave.
Bahrain’s entitlement is comparable to the UAE’s in duration and pay, though the calculation basis (working days vs calendar days) differs slightly.
Qatar
The Qatar Labour Law (Law No. 14 of 2004) provides:
- Duration: 45 calendar days of maternity leave.
- Pay: 50% of salary for the first 45 days.
- Start date: The leave can begin up to 30 days before the expected date of confinement.
- Nursing: The employee is entitled to 1 hour per day for nursing, paid.
- Adoption: Adoptive mothers are entitled to 45 days of leave.
Qatar has the shortest and lowest-paid maternity leave in the GCC. The 50% pay rate is significantly below the 100% rate provided by other GCC states. This is a key compliance point for employers operating across the Gulf — Qatar employees receive less than half the paid leave of UAE or Saudi employees.
Nursing breaks across the GCC
All six GCC countries provide paid nursing breaks for employees returning from maternity leave:
| Country | Duration | Period |
|---|---|---|
| UAE | Reasonable nursing time | First 6 months |
| Saudi Arabia | 1 hour per day | First 12 months |
| Kuwait | 2 hours per day | First 12 months |
| Oman | 1 hour per day | First 6 months |
| Bahrain | 1 hour per day | First 12 months |
| Qatar | 1 hour per day | First 6 months |
The nursing break is in addition to regular rest periods and is paid. The employer cannot deduct the nursing break from the employee’s salary or require the employee to make up the time.
Employer obligations across the GCC
All GCC countries share these employer obligations:
- Pay the leave: The employer must pay the employee’s full salary (or 50% in Qatar) during the maternity leave period.
- Job protection: The employee’s position must be held open during the leave. The employee returns to the same or equivalent position.
- No dismissal: Dismissal during maternity leave is prohibited in all GCC states.
- Benefits continuation: The employer must continue health insurance and other benefits during the leave.
- Nursing breaks: The employer must provide paid nursing breaks for the specified period after the return.
The Kafala system and maternity leave
In some GCC states, the Kafala (sponsorship) system historically affected the portability of maternity leave rights — an employee changing sponsors during maternity leave could lose entitlements. Reforms in the UAE, Saudi Arabia, and Qatar have reduced this barrier, but employers should be aware of the implications for employees changing jobs during the leave period.
Calculating your entitlement across the GCC
Scenario: Fatima is a marketing manager who has worked in the UAE for 3 years. She is expecting her first child.
| Component | Duration | Payment |
|---|---|---|
| UAE maternity leave | 60 working days (~98 calendar days) | Full salary |
| Nursing break | 1 hour per day for 6 months | Paid |
| Total paid leave | ~98 calendar days | Full salary |
If Fatima worked in Qatar instead:
| Component | Duration | Payment |
|---|---|---|
| Qatar maternity leave | 45 calendar days | 50% of salary |
| Nursing break | 1 hour per day for 6 months | Paid |
| Total paid leave | 45 calendar days | 50% of salary |
The difference is significant — Fatima receives nearly double the paid leave in the UAE compared to Qatar.
Common pitfalls for GCC employers
1. Applying the wrong country’s rules
A common mistake for employers operating across the Gulf is applying one country’s rules to employees in another. The UAE’s 60 working days at full pay does not apply to employees in Qatar, who receive 45 days at 50%.
2. Not providing the nursing break
All GCC countries require paid nursing breaks. Failing to provide the break is a breach of the labour law and may result in penalties.
3. Dismissing during maternity leave
Dismissing an employee during maternity leave is prohibited in all GCC states. This includes dismissal for alleged misconduct during the leave period.
4. Not holding the position open
The employee’s position must be available on return. Offering a demotion or equivalent role with worse conditions is a breach of the labour law.
For more GCC leave context, see our guide to annual leave entitlements in the UAE, Saudi Arabia, and the overview of the main types of leave employers manage.
Frequently asked questions
How long is maternity leave in the UAE?
The UAE provides 60 working days (approximately 98 calendar days) of maternity leave at full pay. The leave can begin up to 30 days before the expected date of confinement.
Which GCC country has the shortest maternity leave?
Qatar provides the shortest entitlement at 45 calendar days at 50% of salary. This is significantly below the 60-day, 100% pay entitlements of the UAE, Saudi Arabia, and Kuwait.
Do all GCC countries provide nursing breaks?
Yes. All six GCC countries provide paid nursing breaks of 1-2 hours per day for 6-12 months after the birth. The break is in addition to regular rest periods.
Can the employer dismiss me during maternity leave?
No. Dismissal during maternity leave is prohibited in all GCC states. The employee’s position must be held open for the full leave period.
What about paternity leave in the GCC?
The UAE provides 5 working days of paid paternity leave. Saudi Arabia provides 3 days. Other GCC states have limited or no statutory paternity leave.
Putting it into practice
- Identify which GCC country’s labour law applies to each employee based on their work location.
- Calculate the correct duration and pay rate for that country’s maternity leave provisions.
- Provide the required nursing break of 1-2 hours per day for the statutory period.
- Hold the employee’s position open (or equivalent) for the full leave period.
- Continue health insurance and other benefits during the leave.
A leave management system that applies GCC country-specific maternity leave rules, tracks nursing break entitlements by jurisdiction, and holds position protection on the employee record keeps Gulf employers compliant across the six GCC states.
Sources
- UAE Ministry of Human Resources — Labour Law (primary source)
- Saudi Ministry of Human Resources — Labour Law
- Qatar Ministry of Labour — Labour Law
- Kuwait Ministry of Social Affairs — Labour Law
- Oman Ministry of Labour — Labour Law
- Bahrain Labour Market Regulatory Authority — Labour Law
This article is general information, not legal advice. GCC maternity leave rules, pay rates, and employer obligations change frequently — confirm current figures with the relevant ministry of labour or local employment counsel.